STRATEGY ON SEXUALITY, GENDER DIVERSITY AND INTERSEX 2019-2022 - Sydney Gay and Lesbian Mardi Gras 2019
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Sydney Gay and Lesbian
Mardi Gras
2019
NSW POLICE FORCE
STRATEGY ON SEXUALITY, GENDER
DIVERSITY AND INTERSEX 2019-2022
1 https://www.humanrights.gov.au/sites/default/files/ 21 A youth-led non profit organisation supporting ‘rainbow’
document/publication/SOGII%20Rights%20Report%20 young people and conducting annual awareness
2015_Web_Version.pdf raising ‘days’ in schools, workplaces and the general
community: http://wearitpurple.org/
2 This term literally suggests an extreme psychological and
sometimes physical condition. However, in the literature 22 Calling it what it really is – a report into LGBTIQ
on homophobic violence, it generally refers to a range experience of domestic and family violence: https://
of behaviours varying significantly from incidents such www.glhv.org.au/sites/default/files/Calling_It_What_It_
as verbal abuse to a fatal and brutal physical assault. Really_Is%202015.pdf, Fair’s Fair A Snapshot of Violence
Further, hate and fear based harassment, abuse or and Abuse in Sydney LGBT Relationships, 2006: https://
violence directed at transgender people is sometimes apo.org.au/sites/default/files/resource-files/2007/08/apo-
referred to as ‘transphobic’ indicating that the prejudice nid4676-1139381.pdf
is gender based rather than sexuality based.
23 Statement of Values Section 7 Police Act 1990: http://
3 https://www.police.nsw.gov.au/about_us/policies_ classic.austlii.edu.au/au/legis/nsw/consol_act/pa199075/
procedures_and_legislation/code_of_conduct_and_ethics s7.html
4 NSW Police Force internal document (available on 24 https://www.police.nsw.gov.au/about_us/policies_
Intranet). procedures_and_legislation/code_of_conduct_and_ethics
5 https://www.beyondblue.org.au/media/media-releases/ 25 https://www.nsw.gov.au/improving-nsw/premiers-
media-releases/stop.-think.-respect.-beyondblue- priorities/
statement-on-lgbti-people
26 http://www.antidiscrimination.justice.nsw.gov.au/Pages/
6 http://tavp.org.au/TAVP_Report.pdf adb1_antidiscriminationlaw/adb1_about-discrimination.
aspx
7 https://www.nsw.gov.au/improving-nsw/premiers-
priorities/ 27 https://www.police.nsw.gov.au/safety_and_prevention/
victims_of_crime/more_information/charter_of_victims_
8 https://www.police.nsw.gov.au/safety_and_prevention/ rights
victims_of_crime/more_information/charter_of_victims_
rights 28 https://www.police.nsw.gov.au/__data/assets/pdf_
file/0010/237448/Victims_Police_Statement_final_170613.
9 https://www.police.nsw.gov.au/about_us/publications/ pdf
publications/corporate_plan
29 Draft document at time of publication.
10 https://www.police.nsw.gov.au/crime/are_you_a_victim_
of_crime 30 https://www.police.nsw.gov.au/about_us/policies_
procedures_and_legislation/code_of_conduct_and_ethics
11 https://www.police.nsw.gov.au/safety_and_prevention/
your_community/working_with_lgbtqia 12 NSW Police 31 http://intranet.police.nsw.gov.au/__data/assets/
Force internal document (available on Intranet). file/0006/752496/Statement_of_Strategic_Intent_2019.
pdf
13 For example, more than ¾ victims surveyed in a 2013 UK
study on homophobic hate crime did not report to police; 32 https://www.police.nsw.gov.au/__data/assets/
2/3 did not report to anyone - https://www.stonewall.org. pdf_file/0004/507253/MPSP_Plan_Document_2017_
uk/resources/homophobic-hate-crime-2013 Condensed_D23.pdf
14 Unpublished ACON Health Outcome Strategy on 33 https://www.police.nsw.gov.au/__data/assets/pdf_
Homophobic and Transphobic Violence. file/0003/481215/ASD_2018-2023_Book_Updated_D1.pdf
15 Private Lives 2: https://www.glhv.org.au/sites/default/ 34 NSW Police Force internal document (available on
files/PrivateLives2Report.pdf , Writing Themselves in 3: Intranet).
https://www.glhv.org.au/sites/default/files/wti3_web_
ISBN: 978-1-921309-06-9 sml.pdf, Calling it what it really is – a report into LGBTIQ 35 NSW Police Force internal document (available on
experience of domestic and family violence: https:// Intranet).
Title: NSW Police Force Strategy on Sexuality,
www.glhv.org.au/sites/default/files/Calling_It_What_It_
Gender Diversity and Intersex 2019-2022 Really_Is%202015.pdf, Fair’s Fair A Snapshot of Violence 36 https://www.police.nsw.gov.au/__data/assets/pdf_
and Abuse in Sydney LGBT Relationships, 2006: https:// file/0016/165202/Code_of_Practice_for_the_NSWPF_
Subject: Lesbian, Gay, Bisexual, Transgender, Intersex, response_to_Domestic_and_Family_Violence.pdf
apo.org.au/sites/default/files/resource-files/2007/08/apo-
Queer/Questioning Issues
nid4676-1139381.pdf
37 https://www.police.nsw.gov.au/__data/assets/pdf_
Command Responsible: Performance and Program Support file/0003/533379/Respectful_Workplace_Behviours_
16 https://www.police.nsw.gov.au/safety_and_prevention/
Publication date: April 2019 your_community/working_with_lgbtqia Guidelines.pdf
Version number: 1.1 17 NSW Police Force internal document (available on 38 NSW Police Force internal document (available on
Intranet). Intranet).
Review date: April 2022
18 http://tavp.org.au/TAVP_Report.pdf 39 NSW Police Force internal document (available on
Intranet).
Caveat: 19 Glossary of Terms Used in this Document page 6 – 10.
© 2019. Crown Copyright belonging to the Crown in right of the State of New South Wales
20 Private Lives 2: https://www.glhv.org.au/sites/default/
(through NSW Police Force) is hereby reserved. files/PrivateLives2Report.pdf
Website address: www.police.nsw.gov.au/community_issues
NSW Police Force Strategy on Sexuality, Gender Diversity and Intersex
Contents
Commissioner’s Message................................................................................... 2
Corporate Sponsor’s............................................................................................ 4
Introduction.................................................................................................... 4
Glossary of terms used in this document........................................................... 6
PFLAG...........................................................................................................11
1 Purpose........................................................................................................ 12
Twenty10...................................................................................................... 13
2 Who is affected by this strategy?................................................................. 14
ACON ........................................................................................................... 15
3 Preventing crime, engaging the community and maintaining public safety. 16
• Strategy context...................................................................................... 16
The Gender Centre....................................................................................... 19
• Responding to victims of violence and crime through
delivering professional policing services................................................. 20
Inner City Legal Centre ................................................................................ 23
• Preventing and responding to crime........................................................ 24
- The GLLO (LGBTIQ Liaison Officer) Program .................................... 24
- Supporting young people: School Liaison Police,
Youth Liaison Officers and PCYC Case Managers.............................. 26
- Domestic and family violence: Domestic Violence Liaison Officers... 26
- Other Liaison and specialist contact officers...................................... 27
- Sexuality, Gender Diversity and Intersex Region Sponsors............... 27
• A Safer NSW........................................................................................... 28
Intersex Human Rights Australia.................................................................. 29
4 Values........................................................................................................... 30
Sydney Gay and Lesbian Mardi Gras............................................................ 31
5 Objectives.................................................................................................... 32
6 Strategy into action...................................................................................... 34
7 Reporting...................................................................................................... 36
NSW POLICE
FORCE STRATEGY
ON SEXUALITY,
GENDER
DIVERSITY
AND INTERSEX
2019 - 2022
1
Commissioner’s Message
Today’s police force is a very different communities to prevent, disrupt,
organisation to the agency it was in and respond to crime, and thereby
1978. Forty years ago, when the first maintain public safety. It is extremely
‘Mardi Gras’ in Darlinghurst resulted in important for police officers to actively
a violent confrontation with police and build and maintain a professional and
53 arrests, homosexuality was a crime. collaborative relationship with sexuality
Police were recruited for their physical and gender diverse communities if we
size and strength and there was little are to achieve this purpose in NSW.
diversity within our ranks.
This document updates our fourth
Today’s police recruits are introduced policy commitment to this community
to sexuality and gender diversity issues group. The first policy was issued
at the start of their training. They are in 1997, focusing on gay men and
informed of our expectations under our lesbians. Each policy since has
Sexuality, Gender Diversity and Intersex extended our reach to more members
policy commitment. The NSW Police of sexuality and gender diverse as
Force is winning awards for workplace well as intersex communities. The
inclusion and community initiatives, acronym we use has also expanded,
achieving top twenty status in the today to LGBTIQ, embracing new and
Australian Workplace Equality Index. emerging identities such as queer and
Our GLLO (Gay and Lesbian Liaison questioning.
Officer, now LGBTIQ Liaison Officer)
program is very highly regarded and Our current approach maintains an
police officers across the state regularly ongoing commitment to improving the
participate in key community events. way we manage LGBTIQ issues in a
policing context, and provides officers
Despite the significant progress over with a clear direction for the future.
NSW POLICE
FORCE STRATEGY just four decades, we are acutely In addition to our external focus on
ON SEXUALITY, aware of, and acknowledge without engaging communities and ensuring
GENDER
qualification, our negative history in all people we come into contact with
DIVERSITY
AND INTERSEX relation to the LGBTIQ communities. are treated with respect, courtesy and
2019 - 2022 Our purpose today is to work with fairness, we must now focus internally
2
to support inclusive and respectful Force amongst members of LGBTIQ
workplaces. communities and a collaborative
approach to preventing crime and
This commitment embodies our core supporting all those affected by crime.
values of excellence, trust, honour,
impartiality, commitment, accountability
and leadership. It reflects the NSW
Government’s State Priorities, with NSW POLICE
FORCE STRATEGY
realistic and achievable policing ON SEXUALITY,
objectives. Most importantly, it reflects GENDER
our commitment to increasing trust Mick Fuller APM DIVERSITY
AND INTERSEX
and confidence in the NSW Police Commissioner of Police
2019 - 2022
3
Corporate Sponsor’s
Introduction
The NSW Police Force Strategy across the state. The GLLO program,
on Sexuality, Gender Diversity and for almost 30 years, has promoted the
Intersex 2019 - 2022 aims to create best interests of lesbian, gay, bisexual,
a culture of inclusion within the transgender, intersex and queer
NSW Police Force. It encourages all (LGBTIQ) communities. To continue
NSW police employees to improve moving forward, the interaction
their understanding and appreciation of other programs and disciplines
of diverse identities within these within the NSW Police Force is
communities. This can only be required. School and Youth Liaison
achieved by a range of strategies Officers, PCYC Case Managers,
including the well established GLLO Crime Prevention Officers, Domestic
(formerly Gay and Lesbian Liaison Violence Liaison Officers, Multicultural
Officer – now LGBTIQ Liaison Officer) and Aboriginal Community Liaison
program; effective community Officers and general duties police
engagement; comprehensive officers, all have responsibilities to
education and training; accurate and provide LGBTIQ people with the
timely recording of crimes against best possible customer service. To
community members; and the achieve this, officers must understand
provision of appropriate support to and appreciate diverse cultures,
victims of crime. religions, ethnicities, abilities as well
as Sexuality, Gender Diversity and
In 2015 we commemorated a quarter Intersex issues.
NSW POLICE
FORCE STRATEGY of a century of the GLLO Program. A
ON SEXUALITY, small group of GLLOs were stationed It is increasingly apparent that
GENDER
at inner city police stations in 1990. young people are amongst the most
DIVERSITY
AND INTERSEX Today, there are 200 GLLOs located vulnerable within the community.
2019 - 2022 in metropolitan and regional locations Sexuality and gender diverse young
4
people, and those questioning years will be of particular value in this
their orientation or identity are no regard. Our recruitment and retention
exception. Evidence suggests they of officers who are sexuality or gender
are even more at risk due to negative diverse are also important strategies
attitudes and discrimination they face to ensure that the NSW Police Force
on a daily basis. The vital roles that reflects the community it serves.
School and Youth Liaison Officers will I encourage all NSW Police Force
play, working in partnership with our employees to read this document and
GLLOs, are highlighted in this strategy. consider how they can improve their
own practice in relation to working
The primary focus of our Police Area with LGBTIQ people in the pursuit
and District Command GLLOs is two- of crime prevention, detections,
fold: facilitating positive relationships addressing the fear of crime and
between police and members of ensuring an appropriate and sensitive
LGBTIQ communities, and secondly, response to victims and witnesses
improving the overall capacity of of crime.
officers within commands to work
effectively with members of these
communities, whether they are a
victim of crime or have concerns for
their safety and well-being. Both of
these roles will be greatly facilitated NSW POLICE
by improving our own workplace Assistant Commissioner FORCE STRATEGY
ON SEXUALITY,
culture and implementing inclusive Tony Crandell GENDER
policies and practice. Our work with Corporate Sponsor, Sexuality, DIVERSITY
Pride in Diversity over the next few Gender Diversity and Intersex AND INTERSEX
2019 - 2022
5
Glossary of terms used in this document
The NSW Police Force recognises It is recognised that terminology
that respect for individuality in this area is strongly contested,
impacts on a person’s self-worth particularly terms used to describe
and inherent dignity. The use of gender identity. Recent consultation
inclusive terminology respects conducted by the Australian Human
NSW POLICE individuality and enables visibility of Rights Commission1 revealed there
FORCE STRATEGY important issues. The right of people is no clear consensus on the most
ON SEXUALITY, to identify their sexual orientation, appropriate terminology. The terms
GENDER
DIVERSITY gender identity or intersex status here have been selected and defined
AND INTERSEX as they choose is also supported. for the purpose of this strategy.
2019 - 2022
6
‘Sexuality, Gender Diversity and ‘Sexuality’ - The NSW Police
Intersex’ is used in this document to Force recognises the diverse range
include the broad range of identities of sexualities in the community.
individuals may have including Sexuality is an umbrella term used in
lesbian, gay, bisexual, transgender, this document that incorporates the
intersex, queer and questioning. It meanings and behaviours defined by NSW POLICE
also includes people who may have one’s sexual identity: how someone FORCE STRATEGY
a more ‘fluid’ identity or approach to perceives themselves and how ON SEXUALITY,
GENDER
their gender or sexuality. they present to the world, sexual DIVERSITY
orientation: the direction of one’s AND INTERSEX
2019 - 2022
7
emotional and physical attraction to been reclaimed by some, particularly
others, and sexual behaviour: how younger people, who have a more
a person expresses themselves fluid identity. For the purpose of this
sexually. strategy, ‘Queer’ is not intended as a
derogatory term.
‘Lesbian, gay, bisexual, transgender,
intersex, queer or questioning ‘Lesbian and gay’ refers to any
(LGBTIQ) people or community/ sexuality that involves some form or
communities’ is also an umbrella level of same sex attraction. The terms
term used in this document to refer ‘lesbian and gay’ or ‘gay and lesbian’
to the ‘lesbian and gay’ community, are used for ease of reference only
‘bisexual’ people, the ‘transgender’ or and is not intended to exclude any
‘gender diverse’ community, ‘intersex’ ‘same sex attracted’ sexuality that
people and those who identify as does not use the identifier ‘lesbian’
‘queer’ or ‘questioning’. The term is or ‘gay’. Positioning ‘lesbian’ before
inclusive of people who are same sex ‘gay’ in this document is a form of
attracted, irrespective of the form or supporting the visibility of lesbians
level of that attraction, the level of self within the community.
identification or the identifier used
by them (ie lesbian, gay, bisexual, ‘Heterosexual’ refers to any sexuality
queer etc), the public status of their that involves some form or level of
sexuality (ie ‘out’ or ‘closeted’), or the attraction to the opposite sex.
level of connectedness to lesbian,
gay, bisexual or other organisations The terms ‘transgender’ and
or social groups. It is also inclusive ‘gender diverse’ are used
of people questioning their gender or interchangeably in this document and
with other gender issues. refer to any person who feels their
assigned gender does not completely
’Q’ is used in this document to or adequately reflect their internal
refer to ‘queer’ and/or ‘questioning’ gender (how they feel). Transgender
to cover identities held by some people may or may not take steps to
people. ‘Queer’ is a term that has live as a different gender.
NSW POLICE
FORCE STRATEGY
ON SEXUALITY,
GENDER
DIVERSITY
AND INTERSEX
2019 - 2022
8There are many terms people use experience ‘homophobia’2 because
to describe their gender identity and they perceive that person to be lesbian
new terms are emerging all the time. or gay.
Increasingly, ‘non-binary’ identities
are used by those who feel they are ‘Transphobic’ violence or crime
outside the gender binary of male and specifically refers to hate and fear
female. based harassment, abuse or violence
directed at transgender people based
Transsexual is a term sometimes on the expression of their internal
used to refer to people undergoing gender identity, not their perceived or
or who have undergone a gender actual sexuality.
transition.
‘Discrimination’ The legal
A person from a gender diverse definitions of unlawful discrimination
background may express any sexuality across the Federal and State
– heterosexual, homosexual or jurisdictions are complex. Below is
bisexual. an attempt to best summarise the
definitions for the purpose of this
‘Intersex’ refers to people born with strategy.
genetic, hormonal or physical sex
characteristics that are not typically ‘Direct discrimination’ occurs when
‘male’ or ‘female’. Like everyone else, a person treats another person less
intersex people have a diversity of favourably in certain areas (including
bodies and identities. employment, goods and services)
because they have a certain ground or
Note: Violence perpetrated attribute (including homosexuality and
against intersex people might be transgender).
based on physical characteristics,
including sex characteristics. ‘Indirect discrimination’ occurs when
Sometimes it may be motivated a person requires another person
by assumptions about sexuality with a certain ground or attribute
or gender diversity. to comply with a requirement or
condition in certain areas (including
‘Bisexual’ is a term used by some employment, goods and services) and
people to describe themselves as because of the ground or attribute
physically, emotionally and sexually the person is unable to comply and is
attracted to both women and men. disadvantaged.
‘Homophobic’ violence or crime ‘Unlawful victimisation’ occurs when
refers to hate and fear based a person subjects or threatens to
harassment, abuse or violence subject another person to a detriment
directed at someone because they because they have lodged a complaint
are, or are perceived to be, lesbian, of unlawful discrimination.
gay, bisexual or transgender. It
includes physical and non-physical Note: Although discrimination
forms of abuse and the fear of is referred to in this strategy, it NSW POLICE
FORCE STRATEGY
violence. A victim of homophobic should be noted that police officers
ON SEXUALITY,
violence may or may not be lesbian cannot respond to incidents that are GENDER
or gay. Some people confronted by a not offences. Police will, however, DIVERSITY
AND INTERSEX
transgender or intersex person may direct people to services such as
2019 - 2022
9the NSW Anti-Discrimination Board Threatening and Inciting Violence)
and the Australian Human Rights Act 2018. Section 93Z is the offence
Commission, where appropriate. of publicly threatening or inciting
violence on the grounds of race,
‘Vilification’, according to the law, is religion, sexual orientation, gender
any public act that could incite others to identity or intersex or HIV/AIDS
hate, have serious contempt for, or have status.
severe ridicule of a person or group
based on their actual or perceived race ‘Beat’ refers to a public location such as
(including colour, nationality, descent a park, beach or public toilet where men
and ethnic, ethno-religious or national meet to negotiate and/or engage in
origin), homosexuality (lesbian or gay), social or sexual contact with other men.
HIV or AIDS status or transgender Men using beats do not necessarily
status. identify as homosexual. Available
evidence suggest that many beat users
Note: Recently, a new offence identify as bisexual or heterosexual
was created under the Crimes despite the homosexual nature of their
Act: Crimes Amendment (Publicly activities.
This edition of the NSW Police local community, also offering
Force Strategy on Sexuality, assistance to fellow officers as
Gender Diversity and Intersex is a Peer Support Officer. Nigel
dedicated to two officers – both advocated for LGBTIQ issues
GLLOs - who recently passed for many years, prior to joining
away: Inspector Steve Johnson the police working with Mardi
and Senior Constable Nigel Gras and other community
Calcutt. Steve and Nigel were organisations, and as a GLLO.
NSW POLICE role models for police. They were They will be sadly missed
FORCE STRATEGY friendly, kind, compassionate by friends within the NSW
ON SEXUALITY,
and understanding. Steve was Police Force and the LGBTIQ
GENDER
DIVERSITY well known and loved in his communities.
AND INTERSEX
2019 - 2022
10bians and Gays
Parents, Family and Friends of Les
PFLAG (Parents, Families & Friends of politicised in the media. We need to
Lesbians & Gays) NSW promotes the stress that they are people with similar
health and well-being of lesbian, gay, problems and challenges to all of us,
bisexual and transgendered persons, but they also have a few more.
their families and friends, through:
We appreciate that times are changing
• Support, to cope with adversity and many gay people are ‘out’ and
in society; confident. However, many parents
• Education and the promotion who attend our meetings have
of understanding in the general shared harrowing stories about the
community; and discrimination and abuse their children
• Advocacy, to end discrimination and have endured and their reluctance
to gain equal rights. to come forward to seek help or
report matters to the police. There is
We feel our objectives are similar to still a real need for Gay and Lesbian
that of the police, in that we are all Liaison Officers, who are immediately
there to offer support and help make recognised as gay friendly police you
you feel safe and included to enable can talk to and trust.
you to reach your full potential.
PFLAG congratulates the NSW
PFLAG appreciates being invited Police Force for the the many
to participate in police training and achievements of the GLLO program
events, as we feel that by sharing and we welcome this continued policy
our experiences as parents, we can commitment.
try to ensure that the interactions NSW POLICE
FORCE STRATEGY
police have with gay men and lesbian ON SEXUALITY,
women will be positive. We feel it is GENDER
important to put a human face on ‘gay Judy Brown DIVERSITY
AND INTERSEX
and lesbian’ issues, which are often President - PFLAG NSW Inc.
2019 - 2022
111 Purpose
The NSW Police Force Strategy bound by The Code of Conduct and
on Sexuality, Gender Diversity and Ethics3. The Code of Conduct and
Intersex 2019-2022 aims to provide Ethics has recently been updated
overall direction to NSW Police Force to highlight and illustrate positive
employees in relation to sexuality, aspects and behaviours to ensure
gender diversity and intersex issues police respond to all people with
within the community – our external respect, courtesy and fairness.
focus – and within the organisation Where individuals present to police
– our internal focus. It is a strong as offenders, specific legislation,
public commitment to working in policy and guidelines exist to direct
partnership with LGBTIQ people and police interactions. This strategy is
communities to prevent and reduce more concerned with the general
crime, and the fear of crime, and interactions between police and
maintain public safety. It is also a members of the LGBTIQ
commitment to NSW Police Force communities within the context of
employees to be inclusive of diverse customer service, including specific
sexuality, gender and intersex status, police responses to victims of crime.
thereby creating a more harmonious
workplace. This strategy is supported by the
NSW Police Force Sexuality, Gender
All NSW Police Force employees are Diversity and Intersex Action Plan.4
NSW POLICE
FORCE STRATEGY
ON SEXUALITY,
GENDER
DIVERSITY
AND INTERSEX
2019 - 2022
12Twenty10
Our relationship with NSW Police new ways to encourage young people
has grown considerably over the last to feel comfortable to approach police
few years. We greatly appreciate when needed.
the opportunity to be part of recruit
training at the Goulburn Police NSW Police involvement at events
Academy ensuring that every recruit such as Mardi Gras, Wear It Purple
leaves their training with a base level Day, or IDAHOBIT the International
understanding of the needs and Day Against Homophobia,
challenges of LGBTIQA+ communities, Biphobia,Transphobia and
particularly young people. The LGBTI Intersexphobia, and our Police Bus
Liaison Officer (GLLO) Program has escort at the end of Mardi Gras sends
been incredibly helpful for some of a very clear message to LGBTIQA+
our clients, and sends an important young people of acknowledgment,
message of acceptance to our respect and support.
communities. Respectful use of
preferred names and pronouns are
essential, so being able to speak with
a GLLO means our clients will have
their identities, genders, bodies and Terence Humphreys
relationships respected.
NSW POLICE
FORCE STRATEGY
The more we understand the nature ON SEXUALITY,
of police work, the easier it is for us to GENDER
support our clients in their interactions Jain Moralee DIVERSITY
AND INTERSEX
with the police. It is important to find CEOs - Twenty10
2019 - 2022
132 Who is affected by this strategy?
This is a document for all NSW through recognising and supporting
Police Force employees – both the significant contribution its LGBTIQ
sworn and unsworn. It applies to employees make to the organisation
police interactions with individuals and the wider community.
and communities who are same sex
attracted and/or intersex or transgender,
irrespective of the public status of their A note on bias crime:
sexuality and gender or their level of It is not within the scope of
self-identification. It also applies to this document to detail the
individuals incorrectly perceived to complexity of bias motivated
be same sex attracted and/or gender crime perpetrated against
diverse who become victims of bias LGBTIQ people and communities.
motivated violence. However, it should be noted that
the experience of bias motivated
This strategy recognises the specific violence and harassment can be
role and expertise offered by GLLOs very different if based on gender
- LGBTIQ Liaison Officers. However, related characteristics rather than
regardless of role or training, every sexuality. The NSW Police Force
NSW Police Force employee is currently defines bias crime as:
responsible for respectful, fair and
equitable interactions with each other … criminal offences committed
and when engaging with individuals against persons, associates of
and communities in the course of their persons, property or society ...
duties. This includes police recognising motivated, in whole or in part,
an individual’s specific needs around by an offender’s bias against an
identity, culture, ability and experience, individual’s or group’s actual or
in accordance with NSW Police Force perceived race, religion, ethnic/
values. national origin, sex/gender,
gender identity, age, disability
To the extent that the NSW Police status, sexual orientation or
Force recognises that it has a role to homelessness status.
educate the community about bias
motivated violence and crime as part Whether individuals present as
of crime prevention and reduction, this victims of crime, witnesses or
strategy also applies to the general concerned community members,
community. In addition to specific interactions with the police should
information and education initiatives be positive and productive. This is
delivered to external government important where an individual has
and non-government organisations, been a victim of violence, whether
including schools and other educational bias motivated or not. NSW
settings, the NSW Police Force police officers will investigate
recognises that community education these matters with integrity and
can best be achieved through modelling sensitivity, providing victims with
its interaction with members of referrals to appropriate support
LGBTIQ communities, participating and other services.
NSW POLICE in a range of interagency forums and
FORCE STRATEGY
ON SEXUALITY,
GENDER
DIVERSITY
AND INTERSEX
2019 - 2022
14ACON
ACON relies heavily on a solid and
positive working partnership with
the NSW Police Force. We have
supported the GLLO program since
its early days during the 1990s when
Sydney was plagued with a number
of disappearances and suspicious
homicides of gay men, allegedly
linked to homophobic motivations.
Whilst today, in 2019, there is
much more trust and confidence
in reporting to the police amongst
gay men and lesbians, we know
from anecdotal evidence that young
people, transgender and intersex
communities may feel fear and
reluctance to report to ‘regular’ police
yet will be more likely to talk to a
GLLO. ACON welcomes a renewed
New South Wales Police Force
policy commitment to working in
partnership with LGBTI communities
and acknowledges the internal
focus to create a more supportive
and inclusive workplace through
membership and participation in our Nic Parkhill
Pride in Diversity program. CEO ACON
NSW POLICE
FORCE STRATEGY
ON SEXUALITY,
GENDER
DIVERSITY
AND INTERSEX
2019 - 2022
153 Preventing crime, engaging the
community and maintaining public safety
Strategy context
The social and political environment people and public figures who have
in NSW has changed dramatically ‘come out’ as lesbian, gay, bisexual
since the first NSW Police Force or transgender.
policy on gay and lesbian issues was
introduced in 1997. Societal attitudes However, there remains a concerning
have improved significantly in recent level of intolerance directed at people
years. There are now numerous who are seen to transgress what are
positive media representations of considered to be ‘expected’ norms
diverse sexuality, gender and intersex and boundaries of behaviour. This
NSW POLICE
FORCE STRATEGY
ON SEXUALITY,
GENDER
DIVERSITY
AND INTERSEX
2019 - 2022
16intolerance seems particularly true Victim’s Rights8 clearly articulates the
amongst young men5 and directed rights of victims of crime and applies
against transgender people.6 to all government agencies.
At a state level, The Premier’s There are a number of relevant
Priorities 2018 Update7 provides the organisation-wide NSW Police Force
over-riding government framework policies impacting on relationships
for NSW Police Force programs between police and LGBTIQ
and activities. The NSW Charter of communities.
• The NSW Police Force Corporate
Plan 2018 vision is creating a
safer NSW for all its residents
and visitors. Key priorities include
safeguarding and strengthening
communities, intervening early
to minimise harm, delivering
professional policing services to
maintain community confidence
and developing capable and
resilient staff.9
• Our Victims of Crime and
Customer Service commitments
outline officer responsibilities
in relation to providing victims
of crime, witnesses and the
community with responsive and
meaningful customer service.10
• Our approach to Bias Crime under
the NSW Police Force Crime and
Harm Prevention Model seeks
to improve police capability to
respond to bias incidents and
crimes, collaborate with LGBTIQ
and other community and
government organisations and to
ensure that reporting mechanisms
are effective.11
The strategy context also includes
a range of other NSW Police Force NSW POLICE
FORCE STRATEGY
policies and portfolios that support ON SEXUALITY,
other types of diversity. LGBTIQ GENDER
people are not only defined by their DIVERSITY
AND INTERSEX
intersex status, gender or sexuality
2019 - 2022
17- they also have ethnicity, culture, respect to policing. The formal
religion, age and ability. Crucial to inclusion of bisexual, transgender
effective policing is an understanding and intersex people was achieved
and appreciation of the different in the 2011-2014 policy and the
practices, beliefs and environments current strategy now includes queer/
that influence interactions between questioning identities.
police and LGBTIQ people. Cultural
Diversity, Aboriginal Engagement, Finally, the internal context consists
Youth, Disability, Mental Health, of the range of policies on equity and
Homelessness and Older People for diversity, harassment, discrimination
example are all important portfolios and bullying12 - all influencing
within the NSW Police Force impacting LGBTIQ inclusive workplace practice.
on the implementation of this strategy. Membership of Pride in Diversity
– the non-profit employer support
The NSW Police Force also recognises organisation working to assist the
the emerging profile of transgender, NSW Police Force to become a more
gender diverse and intersex supportive and inclusive employer of
communities and organisations LGBTIQ people – and the participation
within NSW and seeks to establish in the Australian Workplace Equality
partnerships with these groups Index, will support the achievement of
and communities to improve its relevant, internally focused objectives
understanding of their issues with of this strategy.
NSW POLICE
FORCE STRATEGY
ON SEXUALITY,
GENDER
DIVERSITY
AND INTERSEX
2019 - 2022
18The Gender Centre
The Gender Centre’s relationship
with the police has improved
dramatically in recent years. The
inclusion of transgender and
intersex people in the 2011 policy
and the launch of the Transgender
Anti Violence Project in the same
year, demonstrated the degree of
support now provided by the NSW
Police Force. The Police have been
active partners in the TAVP from the
beginning, working closely with us
to encourage victims of harassment
and abuse to report to the police.
GLLOs regularly visit the centre
and address our groups, explaining
the GLLO role and helping to build
trust and positive
relationships.
Most
importantly, this
ongoing policy
commitment
reflects a working
partnership,
advocacy and
support and
continued
efforts to raise
awareness and
understanding
amongst the
police and the
community.
Phinn Borg
Executive
Director -
The Gender
Centre
NSW POLICE
FORCE STRATEGY
ON SEXUALITY,
GENDER
DIVERSITY
AND INTERSEX
2019 - 2022
19Responding to victims of violence and crime through
delivering professional policing services
Research on bias motivated crime It is unclear whether this reflects
suggests considerable under- a decrease in the incidence of bias
reporting of crime.13 In this context, crimes against LGBTIQ people,
for an effective police response, it under-reporting of such crime and/
is critical that there is a focus on or difficulties in identifying and
increasing the level of reporting. recording bias crime. Data from
The NSW Police Force regularly community based agencies such as
engages in collaborative, interagency ACON show a decrease in reports
projects and activities aimed at of streetbased physical violence and
encouraging community members points to neighbour harassment and
to report all crime and violence to verbal abuse as increasing problem
the police, but despite the efforts of areas.14 Other evidence suggests
reporting campaigns over the last that bullying/harassment in schools
two decades, reporting rates for and domestic and family violence are
bias crimes have not increased. (An of particular concern.15 The changing
exception was during the marriage presentation of violence and crime
equality postal survey period in 2017 experienced by LGBTIQ people guides
(July – September) which saw a NSW Police Force responses to
400% increase of reported incidents enable effective targeting of reporting
targeting sexual orientation.) campaigns and education.
NSW POLICE
FORCE STRATEGY
ON SEXUALITY,
GENDER
DIVERSITY
AND INTERSEX
2019 - 2022
20The NSW Police Force response or discrimination within the
includes appropriate referrals to community, whether current or
community and government agencies historical, may impact on victims’
to support victims of crime, violence, comfort and confidence in
discrimination and vilification. reporting to police. Whilst the core
Training, guidelines and related business of police is preventing,
activities support police to direct disrupting and responding to crime,
people appropriately to the range of understanding the nature of the
services available for LGBTIQ people particular challenges experienced
in NSW. Collaboration and partnership by LGBTIQ victims will assist
will ensure the best use of limited police to respond in a sensitive and
resources for maximum impact. appropriate manner.
To provide victims of crime with the • A critical factor in under-reporting
best possible service the NSW Police is the difficulty of reporting crimes
Force must record bias motivation where sexuality, sex or gender,
as accurately and thoroughly as or a person’s physical appearance
possible. This requirement extends is a factor. This includes the fear
to the recording of bias motivated and reluctance to disclose one’s
incidents, which may not necessarily sexuality, intersex or gender
meet the criminal threshold, however status to attending officers. It
are equally distressing experiences may also include disclosing the
for the person involved (for example circumstances in which the
being verbally abused or referred to incident occurred, for example,
inappropriately). With a robust system domestic violence in same
of recording bias motivation, the NSW sex relationships or violence
Police Force can monitor trends to experienced while attending a
predict, prevent and disrupt crimes beat.17
and incidents motivated by bias.
Recommendations from Strike Force • The anticipation of how police
Parrabell16 include the refinement of will handle a matter is a particular
bias motivation assessment criteria concern for some LGBTIQ people.
to assist operational police officers This is based on perceived or
and supervisors with the timely actual systemic bias and/or the
identification of bias crimes, incidents perceived or actual prejudices
and trends. It should be noted that of individual police officers. For
the term ‘bias crime’ includes both a transgender and intersex people
sole or partial bias motivation, which this includes the fear of deliberate
is designed to capture all such crimes and inappropriate sex and gender
and incidents across NSW. references. Victim concerns
regarding the public exposure of
Where LGBTIQ people are the victims their perceived or actual sexuality,
of crime and violence, empathy, intersex or gender status, may
support and understanding are also impact on reporting and
important. An appreciation of the relationships with police.
following issues will help to ensure NSW POLICE
FORCE STRATEGY
responsive policing: Treating a victim with respect and ON SEXUALITY,
dignity will often help to overcome the GENDER
• The experience of homophobic or issues outlined above. Adhering to the DIVERSITY
AND INTERSEX
transphobic crime and violence NSW Police Force Victims of Crime
2019 - 2022
21and Customer Service commitments negative experiences with police in
is critical. Acknowledging the the past and many police officers lack
experiences of a victim in a sensitive confidence in this area.18
manner will assist victims to feel This strategy encourages police to
more comfortable when talking with build their understanding and capability
police. It may also encourage the to deal more effectively with complex
future reporting of similar incidents situations, to ensure appropriate and
and assistance in other non-related effective police responses. Intersex
investigations by members of LGBTIQ people, particularly those whose
communities. These are all integral physical attributes are visibly apparent,
to maintaining and enhancing the have also had difficult experiences
reputation of the NSW Police Force. with police. Frequently, these people
It is well known in marginalised are erroneously perceived to be
communities that it only takes one transgender.
negative interaction to significantly
damage the reputation of police, Considerate and careful questioning
especially in the context of a history will assist in clarifying the nature
of negative police relations. of each situation and will support
individuals to maintain their dignity. It
This is particularly important to is important that officers understand
building confidence and trust in the differences between transgender
NSW POLICE policing services amongst members and intersex people, as set out in this
FORCE STRATEGY
ON SEXUALITY,
of the transgender community. strategy.19 The GLLO network across
GENDER Despite some recent examples of the state is a very useful resource
DIVERSITY good practice, reports indicate that for officers unsure of terminology or
AND INTERSEX
many transgender people have had approaches.
2019 - 2022
22Inner City Legal Centre
As a statewide legal information
and support service for the LGBTI
communities we work closely with
individuals experiencing discrimination,
harassment and sometimes violence
and other forms of abuse, all of
significant concern to the police. In
particular, our Safe Relationships
Project encourages and advocates
for our clients to seek help and
report family and domestic violence
matters to the police. We are regularly
involved in running training sessions
and presentations for police working
with our client groups. The working
relationship between the police and
ICLC has grown in recent years,
seen in the very successful Fair Play commitment to LGBTI issues and a
initiative during the Mardi Gras season. continued strong partnership with the
Working side by side we can ensure NSW Police Force.
that LGBTI people receive the best
possible legal information, on site,
whilst enabling the police to do their
job in a calm and respectful manner.
Community legal centres like the Vicki Harding
ICLC welcome this renewed policy ICLC - Director
NSW POLICE
FORCE STRATEGY
ON SEXUALITY,
GENDER
DIVERSITY
AND INTERSEX
2019 - 2022
23Preventing and responding to crime
The GLLO (LGBTIQ Liaison Officer) Program
The role of a GLLO – LGBTIQ Liaison Officers
Internal External External External
• Capacity building – inform and • Maintain contact with key
educate police and staff in LGBTIQ organisations, groups
Commands and services, including local
contacts
• Champions LGBTIQ inclusion in • Provide follow up support
the workplace. Easily identifiable to victims of crime, working
as a source of support in conjunction with the
investigating officer
• Role models for other officers • Promote the GLLO role within
demonstrating supportive and the local community, encourage
inclusive practice contact and interaction as an
easily identifiable source of
support
The NSW Police Force Gay and Lesbian important to acknowledge this within
Liaison Officer (GLLO) program was and outside the organisation. Equally
formally established in 1990 with the important is the need to ensure GLLOs
first group of police GLLOs stationed understand the needs and concerns of
in inner city police stations. During the ‘BTIQ’ and not just ‘LG’ people.
early years the GLLO program focused
on reducing homophobic crime and The GLLO program’s main purpose
violence and encouraging access to the today remains the same: to help build
NSW Police Force, including improving a bridge between the local LGBTIQ
reporting rates. communities and police. The aim is to
foster confidence and trust amongst
GLLOs have always been contact community members to facilitate
points for the gay and lesbian reporting of incidents to police, prevent
community and, more recently, have crime and assist in creating a safe and
taken on the responsibility for liaising secure community.
with the broader sexuality, gender
diverse and intersex communities. A key internal strategy to achieve this
The GLLO acronym will be maintained aim is to assist commands to build
because the brand is well known and their overall capacity to respond to
NSW POLICE
respected in NSW and in many other LGBTIQ issues. The GLLO program
FORCE STRATEGY state/territory police services and should support all police employees
ON SEXUALITY, the Australian Federal Police as well in their interactions with members
GENDER
DIVERSITY
as amongst LGBTIQ communities. of these diverse communities. To
AND INTERSEX However the role has grown and it is this end GLLOs should be proactive
2019 - 2022
24in promoting their role within their recognises that the GLLO role has
commands as well as the community. evolved and will continue to change
They are a key contact for the LGBTIQ according to community need.
communities, however the GLLO is NSW Police Force participation in
not available at all times and in an the Australian Workplace Equality
emergency it is critical to report to Index and membership with Pride in
police immediately by calling Triple Diversity will see GLLOs become
Zero (000). Safety is the priority and workplace diversity ‘champions’
LGBTIQ community members must be along with other leaders within the
encouraged to contact local police as NSW Police Force. Pride in Diversity
soon as possible to report a crime, or if membership reinforces the internal
they feel unsafe. focus of the GLLO program. For many
years GLLOs have helped to support
In many ways, the NSW GLLO program LGBTIQ officers and staff deal with
has pioneered police and LGBTIQ workplace issues. Many have also been
liaison within Australia and has provided role models for others in the workplace,
a model for many international police able to influence attitudes in a positive
and justice jurisdictions. The historical way. Recently, the implementation of
significance of the GLLO program an LGBTIQ ‘allies’ module eg. Peer
for many LGBTIQ people marks the Support Officer training will better
beginnings of positive relationships support officers in their relationships
with police, symbolised by the annual with staff identifying as LGBTIQ. These
participation of the GLLO contingent trained ‘allies’ will extend the existing
in Mardi Gras events. This strategy GLLO network significantly.
The GLLO (LGBTIQ Liaison Officer) Badge is an
authorised badge to be worn at all times by qualified,
ie. trained, GLLOs. It is important for qualified GLLOs
to be accessible to fellow officers as well as LGBTIQ NSW POLICE
community members and this badge facilitates easy FORCE STRATEGY
identification and access to GLLOs. This badge must be ON SEXUALITY,
GENDER
worn in accordance with NSW Police Force Dress Policy DIVERSITY
which can be located on the Intranet. AND INTERSEX
2019 - 2022
25Supporting young people: School Liaison Police, Youth Liaison
Officers and PCYC Case Managers
Whilst the implementation of this transphobic bullying and abuse in
strategy is the responsibility of all educational settings, School and
officers within the NSW Police Force, Youth Liaison police officers, as well
GLLOs and a range of other liaison as PCYC Case Managers, should
and contact officers will have specific participate in LGBTIQ community
obligations. This strategy will provide events, access relevant professional
a focus for School Liaison Police, development activities and develop
Youth Liaison Officers and PCYC Case collaborative policing approaches with
Managers working with young people. GLLOs.
Research evidence suggests that
young people are at greater risk of The highly successful and
being victimised by homophobic and comprehensive response to Wear it
transphobic abuse and violence, as Purple Day events across NSW21 is a
well as more likely to perpetrate acts clear example of NSW police officers
of abuse and violence20. from a range of portfolios such as
youth and crime prevention, working
To facilitate an effective police in partnership with GLLOs and
response to homophobic and community organisations.
Domestic and family violence: Domestic Violence Liaison Officers
Research conducted recently transgender or intersex people, police
shows that domestic and family investigating incidents and those
violence is as significant for LGBTIQ supporting victims will work closely
relationships as any other type of with GLLOs and other relevant NSW
relationship.22 However, there are Police Force staff, as well as relevant
additional barriers for LGBTIQ people external agencies. Training and
in seeking help and reporting domestic related support offered to Domestic
abuse. These include the fear of not Violence Liaison Officers will focus
being treated fairly or taken seriously, on current research and appropriate
and concern that the officer might referral options for LGBTIQ people
respond negatively or discriminate experiencing domestic and family
against the victim. Once an LGBTIQ violence.
victim does report, it is critical that the
NSW Police Force delivers high quality The NSW Police Force will continue
services in supporting the victim and to be actively involved in the LGBTIQ
prosecuting offenders. Domestic Violence Interagency,
working alongside key non-
NSW POLICE In the interests of achieving the best government and government agencies
FORCE STRATEGY possible outcomes for victims of to provide a collaborative response
ON SEXUALITY, domestic and family violence in same to domestic and family violence in
GENDER
DIVERSITY sex relationships, and those involving LGBTIQ communities.
AND INTERSEX
2019 - 2022
26Other Liaison and specialist contact officers
Similarly, other specialist officers backgrounds, and some may present
such as Aboriginal Community with mental health issues. Police will
Liaison Officers, Multicultural be required to respond to complex
Community Liaison Officers and situations involving the intersection
Mental Health Contact Officers, will of many factors. The role of the GLLO
play an active role implementing this is to build the capacity of all fellow
strategy. LGBTIQ people come from officers to deliver appropriate services
diverse ethnic, cultural and religious in such complex situations.
Sexuality, Gender Diversity and Intersex Region Sponsors
The Corporate and Region Sponsor direction by allocating resources
Program within the NSW Police Force for campaigns and events, and
encourages regional coordination and attending community events and
networking of GLLOs across the state. key meetings in their regions
There are seven Region Sponsors,
led by the Corporate Sponsor, each • maintaining up to date data on
championing and leading the work of GLLOs in their region, including
the Sexuality, Gender Diversity and number, location, training needs,
Intersex portfolio within their region. activities and outcomes of GLLO
These officers are Commanders, projects. This information is
carrying significant rank and authority summarised in quarterly reports for
to represent the NSW Police Force at the Corporate Sponsor
high level meetings and to the media.
• reporting bi-annually in COMPASS,
The Region Sponsors for Sexuality, at the region level, against Action
Gender Diversity and Intersex report Plan targets.
to the Corporate Sponsor, who has
overall responsibility for the portfolio, This Region Sponsor structure will
including the implementation of enable the organisation to gain a
the Sexuality, Gender Diversity and more comprehensive and accurate
Intersex Action Plan state-wide. picture of GLLO activities across the
state and to measure results more
Region Sponsors are responsible for: accurately.
• maintaining contact with GLLOs, A current list of Region Sponsors is
providing leadership, support and available on www.police.nsw.gov.au.
NSW POLICE
FORCE STRATEGY
ON SEXUALITY,
GENDER
DIVERSITY
AND INTERSEX
2019 - 2022
27A Safer NSW
Members of the NSW Police Force Gras parade, or on crowd control
also come into contact with LGBTIQ duties, must be adequately briefed
communities in the course of policing and prepared to police the event
high profile community events. In sensitively and professionally. Part
providing policing services officers of this briefing should include the
will work with organisers and LGBTIQ historical context of policing LGBTIQ
groups with the aim of conducting community events and the importance
safe, successful, trouble free events. of ‘culturally’ appropriate policing of
Policing services in this instance events.
include proactive police patrols, crowd
control and traffic management. The Mardi Gras Accord was signed in
Through active engagement with 2014 and updated in 2015 and again in
all relevant stakeholders, the NSW 2018, following significant community
Police Force aims to provide a safe criticism of policing practice at Mardi
and enjoyable environment for major Gras 2013, including allegations of
community events. excessive force. This agreement
between the police and Mardi Gras
Given the history of policing gay ensures collaborative planning and
men and lesbians at the first Mardi a consistent approach to policing
Gras in 1978, which ended in a Mardi Gras events, appropriate to the
violent confrontation with police scale, risk, cultural sensitivities and
and 53 arrests, policing LGBTIQ visitation outcomes. Since the Accord
community events should be was signed Mardi Gras festivals have
sensitive to community perceptions proceeded without incident and similar
and expectations. Every police approaches to policing other LGBTIQ
officer involved, whether they are community events have been equally
participants, for example in the Mardi successful.
NSW POLICE
FORCE STRATEGY
ON SEXUALITY,
GENDER
DIVERSITY
AND INTERSEX
2019 - 2022
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